By Robert L. Lowman
The 1st variation of this well known casebook mirrored the complexities and extending litigiousness of the trendy place of work and was once designed to stimulate proposal and dialogue approximately moral perform in commercial and organizational psychology. because the publication was once released, the "APA moral rules and Code of behavior for Psychologists" has been revised and includes new fabric of specific relevance to organizational experts. This moment version of the publication has been up-to-date to mirror the provisions of the recent code. Illustrated by means of case examples in keeping with real-life occasions, this quantity covers body of workers choice, organizational analysis and intervention, consulting relationships, learn and educational matters, expert education and certification, billing and advertising and marketing, and the ethics habit. "The moral perform of Psychology in Organizations" makes moral pondering come alive and belongs at the bookshelf of each I/O psychologist, human source expert, and graduate pupil in I/O and enterprise courses.
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Additional info for Ethical Practice of Psychology in Organizations (2nd Edition)
When it became clear that the individual had some possibly serious psychological concerns to discuss, immediate clarification of the psychologist's role and the confidentiality assumptions would have been appropriate. Many people do not have a clear understanding of the differences among the various specialties within psychology and may assume that all psychologists have clinical expertise. Nevertheless, the I/O psychologist properly did not permit the remaining discussion to become a counseling session, which he was not trained to conduct.
C. Case Interpretations In this case, a problem resulted from the recording and storing of too much rather than too little information—or rather too much of the wrong kind of information. In most applied settings it is generally safe to assume that any information recorded in a written format has the potential to be used later in legal actions against a client organization. Of course, records must be complete and accurate. Potentially or negatively interpreted information about an individual may certainly be recorded so long as it is accurate and defensible.
A number of applicants who completed the selection procedure had requested feedback on their results and were disturbed by the lack of information they received in response. They did not find the score and normative data to be of much assistance to them. In addition, the test administrators were unhappy with the selection system because they felt, consistent with their customary practices, that it was the company's responsibility to offer applicants, successful or not, the opportunity to receive feedback in a face-to-face meeting.